5 Tips to Make Your Business Stand Out to Top-Tier Candidates in an Interview

Too often, as a recruiter, I witness good businesses not maximising their efforts, not understanding the importance of giving great candidates the best experience from initial contact all the way through to accepting the offer.

Then we see many somehow airing their frustrations when the candidate decides to go elsewhere.

The interview is one of the most critical moments in the process. At this point there a serious intent from both sides, no “game playing” is needed, and the focus should be on finding whether this will be a good fit.

Its key to remember that the candidate is interviewing your business as well as being interviewed themselves.

Elite candidates will have options.

Here's five ways how you can stand out and resonate with the top talent in an interview.

1. Have Key Stakeholders Available to Meet the Candidate

For me ensuring that key stakeholders are available to meet candidates during the interview process sends a strong message. This clearly shows the intent that your company values the candidate's potential contribution and is committed to their success.

When candidates meet with senior leaders, they will have a genuine conversation, thus gaining insights into the company's vision and culture directly from those who shape it. This can be incredibly motivating and reassuring.

And as an added bonus, having key stakeholders present can speed up the employment process of the candidate as they will be able to sign off at the interview stage, as apposed to a line manager interview then needing a directors sign off.

2. Present a Clear Plan of Introduction and Career Pathway

During the interview, I always suggest for clients to present the candidate with a clear plan of their introduction into the business and career pathway. Sharing live success examples from within your organisation can be game-changing for prospective candidates.

Here’s why…

• They humanise the workplace, breaking down barriers between management and staff.
• Provide a transparent view of what candidates can expect and strive for.
• Highlight the success stories and mentorship that could be a turning point in their own careers.

This helps candidates envision their future with your company and understand the opportunities for growth and development. It's not just about the job they're applying for, but about their potential career trajectory within your organisation.

3. Highlight Your Company's Unique Selling Points (USPs)

This is where you will see the benefits of a great relationship with your recruiter. Your recruiter can give you the specifics of what the candidate is looking for in their new role, making it simpler for your business to align the USPs to this brief.

So, why would the candidate leave their current role for your business?

Highlight your company's USPs. Discuss your company's culture, values, benefits, and any unique perks or opportunities that set you apart from the competition.

Whether it's innovative projects, work-life balance, career development programmes, or a supportive team environment, make sure the candidate knows what makes your company a great place to work.

4. Show Positive Signs if Things Are Going Well 

Don't be afraid to convey positive signs to the candidate if things are going well.

A nod of approval, a smile, or a positive remark can go a long way in making the candidate feel valued and confident.

This can also help to build a rapport and make the interview process feel more like a conversation rather than an interrogation. This will bring out the best from both parties I assure you, once you can weave from technical skills to company events without the need for the formal questioning, the interview will flow a load better.

Remember that top-tier candidates have options, they will be assessing you as much as you are assessing them.

5. Clarify Salary Expectations

Salary shouldn’t be the elephant in the room.

Too often it can become like a game of chess, with both sides not wanting to show their hand and end up losing out on money.

After 20 years in recruitment, my view is that it’s always best be honest and clarify salary expectations early in the process. Be transparent about what you can offer and how it aligns with the candidate's expectations. This honesty can prevent misunderstandings and ensure that both parties are on the same page. Meanwhile you are also illustrating that you respect the candidate's time and are serious about bringing them on board.

The Best Candidates Demand Your Best Interviewing!

Remember, the goal is to make your business stand out and resonate with elite candidates who have multiple options. There is no shame in clearly displaying your interest or in maximising your efforts to land a potential stand out employee.